Hungry Ghost Coffee Settled Religious Discrimination Lawsuit
The New York City café chain will pay $22,500 after a former employee was fired for requesting a Ramadan schedule change.
Updated on Oct. 6, 2026 in Islam
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Hungry Ghost Coffee has settled a lawsuit filed by the EEOC after the company fired an employee who requested a religious accommodation for Ramadan in March 2023. The café chain will pay $22,500 in damages and implement mandatory anti-discrimination training.
Why it matters
The settlement addresses allegations of religious discrimination and retaliation, reinforcing legal standards that require employers to provide reasonable accommodations for employees' religious practices.
The settlement includes a $22,500 payment to the former employee and mandates a two-year consent decree. Hungry Ghost Coffee must now provide formal religious accommodation training to all management and staff members.
The players
Hungry Ghost Coffee
Hungry Ghost Coffee is a café chain operating multiple locations throughout New York City.
Equal Employment Opportunity Commission
The EEOC is a federal agency that enforces laws against workplace discrimination based on religion, race, and other protected characteristics.
The details
The EEOC filed the lawsuit against Hungry Ghost Tribeca, LLC, in the Southern District of New York following an investigation into the firing of an employee. Under the terms of the settlement, the company must undergo a policy review and ensure future compliance with federal anti-discrimination laws.
Timeline
In March 2023, an employee requested a schedule change for Ramadan.
On October 6, 2026, the EEOC announced the settlement of the lawsuit.
Culture Shift
This case highlights the growing emphasis on corporate accountability regarding religious inclusivity in the workplace. It underscores the broader societal shift toward strictly enforcing labor protections that prevent discrimination based on religious identity.
New York City employees should be aware that requesting religious accommodations is a protected right, and employers are legally obligated to engage in the interactive process. If faced with similar denials, workers can report incidents to the EEOC to seek formal remediation.
The takeaway
Employers must ensure their scheduling and leave policies provide reasonable accommodations for religious observances to avoid federal litigation. Proactive training and clear communication channels are essential to preventing discriminatory termination practices.
Further reading
For additional context on religious protections and community standards, visit the Islam section.
More information
For more information on legal rights and employer obligations, read the EEOC religious discrimination information.
Source note: This article includes information reported by U.S. Equal Employment Opportunity Commission.
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